Role Overview:

We are seeking an experienced Global Compensation and Benefits Manager to drive the design, benchmarking, implementation, and administration of our total rewards programs across multiple geographies. In this role, you will partner closely with Regional HR Business Partners, Talent Acquisition, Finance, and leadership to ensure our compensation frameworks remain competitive, cost-effective, compliant, and aligned with our global talent strategy.

Key Responsibilities:

1. Global Compensation Strategy and Benchmarking:

- Design, review, and maintain country-specific pay structures, salary bands, and job families across multiple operating regions.

- Lead annual market benchmarking exercises using global salary survey platforms (e.g., Mercer, Radford/Aon, Willis Towers Watson).

- Evaluate job roles (using Willis Towers Watson, Mercer IPE, or Hay methodology) to maintain global internal equity and external competitiveness.

- Partner with Talent Acquisition to craft competitive, market-aligned offer packages for key hires and executive roles.

2. Annual Compensation Cycles and Incentive Operations:

- Manage end-to-end annual reward cycles, including merit increases, market adjustments, promotions, and Short-Term Incentive (STI) bonus payouts.

- Build dynamic financial models to simulate budget scenarios, cost projections, and merit distribution matrices.

- Assist in the administration and tracking of Long-Term Incentive (LTI) / ESOP programs across global entities.

3. Global Benefits and Wellness Program Management:

- Oversee the evaluation, renewal, and management of global health insurance, retirement plans, life cover, and wellness benefits programs.

- Partner with local brokers, vendors, and consultants to negotiate optimal terms, ensure service levels, and control benefit costs.

- Audit benefit policies across regions to ensure strict compliance with local labor regulations and tax requirements.

4. HR Analytics and HRIS Governance:

- Manage C&B data integrity within the primary HRIS (e.g., Workday, SuccessFactors, SAP).

- Build dashboards and analytics models to track reward metrics, salary band penetration, gender pay equity, pay compression, and attrition drivers.

- Serve as the functional expert for C&B modules during HR tech upgrades or continuous improvement initiatives.

5. Stakeholder Management and Employee Communication:

- Act as a subject matter expert for HR Business Partners and business managers on compensation policies, mobility allowances, and salary positioning.

- Develop clear compensation communication collateral, total reward statements, and training for line managers ahead of pay review cycles.

Key Qualifications and Skill Set:

Education and Professional Background:

- Education: Bachelor degree in HR, Finance, Statistics, or related field. MBA / Master degree in HR/Business Administration preferred.

- Experience: 6 - 8 years of progressive HR experience, with at least 4+ years dedicated specifically to Global Compensation and Benefits / Total Rewards.

- Proven experience managing rewards programs across multiple international markets (e.g., US, EMEA, APAC).

Technical and Domain Expertise:

- Salary Survey and Benchmarking Tools: Hands-on experience with Radford (Aon), Mercer, WTW, or Culpepper.

- Advanced Financial and Data Modeling: Expert-level proficiency in MS Excel (complex formulas, scenario modeling, pivot tables, lookup functions).

- HRIS Platforms: Strong working knowledge of Workday, SuccessFactors, or similar global HR systems.